give reasonable notice in ERA 1996 section 86. If redundancies are unforeseeable, when consultation could not be reasonably done in time, then section 188(7) absolves the employer of the need to pay compensation. Otherwise, failure to properly consult means the employer must pay one week's wages to each employee for each week missed. Chapters III and IV, sections 199 to 218, set out the functions of the Advisory, Conciliation and Arbitration Service (ACAS) and its power to issue codes of practice. Part V, Industrial action Part V, sections 219 to 246, contain the central rules regarding the ability of trade unions to organise and take part in industrial action, including strike action. These rules are interpreted in accordance with the European Convention on Human Rights article 11 which protects the freedom of association, which is itself inspired by the predecessors to TULRCA 1992 in the United Kingdom. Section 219 contains out the historical immunity of trade unions to support their ability to be involved in collective bargaining, that have existed since the Trade Disputes Act 1906. Section 219 states that a trade union is not liable to an employer or other party for economic loss which may be caused "in contemplation or furtherance of a trade dispute". Section 224 places a prohibition on secondary strike action. Sections 226 to 235 contain the requirements of a union to conduct a ballot and give notice to the employer of any industrial action that is agreed upon. Section 226 requires that there is a ballot, unless, according to section 226C there are under 50 workers entitled to vote. Under section 226A, a sample ballot paper must be given to the employer 3 days before the vote takes place and 7 days notice must be given, with information on which employees are taking part in the vote. Section 226B requires that the vote may be scrutinised, and any costs for this must be to be paid for by union (cf ERA 1999 s 228A). The vote must be equal, there must be separate ballots for each workplace establishment and the question put to members about industrial action must be framed in a simple "yes" or "no" fashion. Moreover, section 229(4) requires the union to tell the workforce that any industrial action potentially infringes their contracts of employment, but also that they will be protected by unfair dismissal law. Employers do not pay for the